Reference no: EM133605409

Case: My name is Rubi. Growing up a Muslim girl in the United States, I always took my religion seri- ously and felt very blessed because of it. My parents are hardworking immigrants and together we run a family business. During my first year of college, I wanted to be more economically independent, so I de- cided to apply for a job and sent my résumé to a few small businesses. I was invited for a job interview at a family-owned restaurant for the position of cashier. During my interview, I felt comfortable with my answers and made it clear that prayer service was important to me. Later I received a phone call from the manager telling me that the job was mine if I wanted it. The following Monday, I arrived early at my job to show that I was a serious and commit- ted employee. As usual, I was wearing an Islamic headscarf, or hijab, when the manager pulled me aside and said she needed to talk to me. "Rubi, do you wear your headscarf every day?" I told her that as part of my religious convictions I wore my hijab daily to which she responded, "You should have told me that during your interview. I am afraid you are not in compliance with the restaurant's dress code, and I am sorry but I can't allow that to happen." Since I was wearing a headscarf during my job interview, I assumed my manager knew that I would always wear one. I didn't think that making such a small exception was too much to ask of my employers, but since they had already agreed to let me take breaks for prayer service observance, I did not know what to do.

Question 1.) Can an employer demand the implementation of a dress code that goes against someone's religious convictions? Explain.

Question 2.) How should Rubi respond to this situation? Substantiate your answer.

Question 3.) How can the Ferdman and Deane's readings (2014) on intercultural competence, authentic leadership, inclusive HR management or organizational development (OD) provide insights to achieving diversity and moving to inclusion?